Synopsis

EMPLOYEE MOTIVATION SCHEMES IN VSP

I. SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT (HRM):
Human Resource Management is defined as a strategic and coherent approach to the management of an organizations most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives. Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. To this effect Human resource management is responsible for effective designing and implementation of various policies, procedures and programs. It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally. Human Resource Management is not just limited to manage and optimally exploit human intellect. It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that its about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals II. HUMAN RESOURCE MANAGEMENT FOR ORGANIZATIONAL SUCCESS: The practice of Human Resource Management (HRM) must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or a micro approach. The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policy enmeshes itself fully with those of the organizational goals. For instance, if the training needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also a loss of direction. Hence, the organization that takes its HRM policies seriously will ensure that training is based on focused and topical methods. In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them. Unless the HRM practice is designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode well for the success of the organization.

III.

INTRODUCTION It is a general tendency to believe that motivation is a personal trait. Some People will have it and the others dont. In practice, some are labeled to be lazy because they do not display outward sign of motivation. However, individuals differ in their basic motivational drives. It also depends upon their areas of interest. The concept of motivation is situational and its level varies between different individuals and at different times. If you understand what motivates people, you have to your command the most powerful tool for dealing with them.

IV.

DEFINITION OF MOTIVATION Motivation is the word derived from the word Motive which means need, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. According to E.F.L Brech Motivation is a general inspirational process which gets the members of the team to pull their weight effectively, to give their loyalty to the group, to carry out properly the tasks that they have accepted and generally to play an effective part in the job that the group has undertaken.

V.

EMPLOYEE MOTIVATION Human Resource Management (HRM) is a management function that helps organizations to recruit, select, train, and develop members in an organization. Only human resource management is obviously one function which is concerned with peoples dimension in organization. All major activities in the working life of an employee, that is from the time of employees entry into the organization to the time employees leaves the organization all the activities come under the purview of human resource management. The activities are human resource management are human resource planning, job analysis, job design, recruitment, selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relations.

VI.

ABOUT THE SELECT ORGANISATION :

a) Visakhapatnam Steel Plant (VSP), Visakhapatnam.

Visakhapatnam Steel Plant is Indias first shore based integrated Steel Plant of 3 Million Tonne Capacity, located on the coast of Bay of Bengal and by the side of the scenic Gangavaram Beach, the tall and huge structures of the Plant with the State-of-art-technology in Steel making stand as a symbol of technological excellence in the Country. The foundation stone for this massive project was laid in 1971. It started as a unit under Steel Authority of India Limited and became a separate Company called `RASHTRIYA ISPAT NIGAM LIMITED 18th February 1982.

b) Visakhapatnam Steel Plant - Special Features:

Some of the Unique Features of RINL/VSP are: 7 m tall Coke Oven Batteries with coke dry quenching. Biggest Blast Furnace in the Country. Bell less top charging system in Blast Furnace. 100% slag granulation at the BF cast house. Suppressed combustion LD gas recovery system. 1st Integrated Steel Plant having 100% Continuous casting of liquid steel. `Tempcore & Stelmor cooling process in LMMM & WRM respectively. High Speed Rolling Mills Extensive waste heat recovery systems. Comprehensive pollution control measures. Higher level of labour productivity. All products certified to ISO 9002 standards.

ISO-9001: 2008 for Quality Management, ISO 14001:2004 for Environment Management System and OHSAS 18001:2007 for Occupational Health and Safety. First Integrated steel plant in Public Sector to implement 5S-The Workplace Management. VII.

NEED FOR THE STUDY:

The quality of people and service in Steel Plant at Visakhapatnam make it worth visiting. Welfare in the broader sense means well-being of the employee. The study covers all the statutory welfare measures namely canteens, washing facilities, resting facilities, dress and storing facilities, sanitary and drinking water facilities and the non-statutory welfare measures namely education, housing, co-operative societies. In this context, it is necessary to examine various welfare & motivational Schemes programmes organised in this Steel Plant to envisage the further scope for improvement.

VIII.

OBJECTIVES OF THE STUDY:

To present a brief profile of the company. To study the important factors which are needed to motivate the employees. To study the concept of welfare amenities and identify various statutory and non-statutory welfare measures. To understand the extent to which the Motivation Schemes measures provided by Visakhapatnam Steel Plant, towards their employees.

 To learn the employees satisfaction on the interpersonal relationship exists in the organization. To provide the practical suggestion for the improvement of Organizations performance. To learn more on the various motivational techniques and how these are being practiced in real life situation. To know and understand what other techniques an organization can be adopted to increase the motivational level and performance in addition to what has been practiced. To offer useful suggestions for improving the effectiveness of welfare/motivational measures. IX.

METHODOLOGY AND SAMPLING:

The present study has been conducted in Visakhapatnam Steel Plant located, at east coast area 16Km South West of Visakhapatnam, Andhra Pradesh. a) Date Collection Methods: 1. Primary Source: Primary Data which are collected through questionnaire method from the employees to know the effectiveness of Welfare measure activities. 2. Secondary Source: Secondary Data can be collected from sources like journal and company manuals, files and internet sources. b) Sampling Technique: The type of sampling technique followed can be identified as simple random sampling in which all level workers from all the departments in Visakhapatnam Steel Plant will he chosen proportionately.

X.

CHAPTERISATION:
CHAPTER I CHAPTER II CHAPTER III CHAPTER IV CHAPTER V CHAPTER VI CHAPTET VII Introduction Steel Industry Profile Vizag Steel Profile Conceptual Profile Analysis & Interpretation Findings, Summary and Suggestions Bibliography